The Power of Unlearning: The Science of Changing Your Mind

In today’s rapidly evolving business landscape, the ability to rethink and adapt isn’t just helpful—it’s essential for survival. Yet many organizations struggle with this fundamental skill, often at great cost to innovation and growth. When someone is sure they’re right or that their way is best, it can block progress, especially at moments when a pivot is required.

Why is changing one’s mind so hard? We all have deeply held beliefs, some of which remain so unshakeable that even when faced with contradictory evidence, we will still discount undisputed facts.

Research from Stanford University shows that when people encounter information contradicting their beliefs, their brain reacts emotionally before thinking logically. People often instinctively dismiss new information rather than question established views. This tendency to maintain existing beliefs, even if wrong, is what psychologists call belief perseverance.

Resistance to changing our minds stems from three key psychological factors:  cognitive dissonance, confirmation bias, and identity protection.  These barriers can create insurmountable obstacles. Our overconfidence and hubris often prevent us from considering new perspectives. In business, we frequently fall victim to sunk costs, making us reluctant to abandon investments of time, money, or effort.

To facilitate the rethinking process, the author suggest SLIP Approach:  Storytelling: Share relatable stories that illustrate new perspectives. Stories resonate with people and are more compelling than a bunch of facts and figures.  Listen: Truly hear the other person’s perspective without judgment. Feeling heard helps put people at ease and makes us feel understood and respected. Practice techniques like mirroring (“What I hear you saying is…”) and asking open-ended questions to understand deeper concerns.  Influence: Gently guide them toward considering new information. Share data in digestible chunks; use visual aids such as pictures, graphics, and charts; and connect new ideas to existing values or goals.  Permission: Create a safer space for mind-changing by acknowledging uncertainty, conveying calm, and modeling vulnerability. Share your own experiences of changing course and the positive outcomes that followed.

The rethinking process is definitely a journey, and it can start with these simple steps:  Challenge one assumption this week by asking, “What evidence do I have for this belief?”  Practice active listening in your next meeting by focusing solely on understanding, not responding.  Notice when you feel defensive about an idea and get curious about why?  Share a story about a time you changed your mind and how it led to better outcomes.  Taking it all together, you’ll get into the habit of rethinking through consistent practice.